Following on from a significant restructure during 2012–13, the 2013–14 year was in many ways a year of consolidation.
Two new functions of pay equity and anti-bullying were introduced and all 25 Future Directions initiatives that were launched in October 2012 were successfully delivered by December 2013. In May 2014 we announced our intention to implement a further 30 initiatives over a two year period as a second stage of the Future Directions change program, with existing staff within the Commission being utilised to support these initiatives.
The announcement in October 2013 in relation to Interim Arrangements for recruitment in the APS has required a more strategic and considered approach to managing staff. While minimal negative impacts were experienced during the course of the year, there is the potential for skill gaps and a lack of agility in the overall workforce to develop in time. Implementation of a workforce planning process, including more work on the identification of existing and required skill sets has been delayed and is a priority for the 2014–15 year.
As at 30 June 2014 the Fair Work Commission employed a total of 306 staff (ongoing and non-ongoing), an increase of six staff from 2012–13.
|Table 30—Geographic deployment of staff|
|Location||30 June 2013||30 June 2014|
|New South Wales||51||55|
|Australian Capital Territory||4||3|
(1) Includes the General Manager (a statutory appointment under the Fair Work Act), 11 employees on long-term leave with or without pay. (2) Includes the General Manager (a statutory appointment under the Fair Work Act), 14 employees on long-term leave with or without pay and one employee on a temporary movement to another APS agency.
Staff recruitment and turnover
Forty five new employees (ongoing or non-ongoing) commenced employment and 39 employees (ongoing or non-ongoing) departed the Commission during 2013–14.
Of the new employees, five were ongoing engagements, two were ongoing movements from other APS agencies, three were temporary movements of ongoing employees from other APS agencies and 35 were non-ongoing engagements.
Recruitment activity during 2013–14 was in the locations set out in Table 31.
Additionally, there were a number of extensions of non-ongoing engagements consistent with the provisions of the Public Service Act 1999, Public Service Regulations 1999 and Interim Arrangements for recruitment in the APS.
|Table 31—Recruitment activity by type of employment and location|
|Ongoing (including ongoing movements from other APS agencies)||7||VIC||5|
|Temporary moves from other APS agencies||3||VIC||1|
During 2013–14 a total of 39 employees left the Fair Work Commission—24 ongoing employees and 15 non-ongoing employees. The reasons for separation are set out in Table 32.
|Table 32—Reasons for separation|
|Reason for separation||Ongoing||Non-
|Move to an ongoing position at another APS agency||3||-||3||7.7|
|Return to other APS agency after completion of a temporary move||5||-||5||12.8|
|Cessation of non-ongoing engagement||N/A||10||10||25.6|
Flexible working arrangements
The Commission provides flexible working arrangements to help employees balance work and other responsibilities including part-time work and home-based work.
As at 30 June, 33 ongoing employees and two non-ongoing (11.4 per cent) were part-time. This was an increase from 7.3 per cent the previous year.
During 2013–14, six employees had home-based work agreements to combine ongoing work commitments with parental responsibilities or personal circumstances.
|Table 33—Employment status and gender by APS Level|
|SES Band 1||Individual||2||2||0||0||0||0||4|
|Executive Level 2||116 094–135 869||17||13||2||7||2||1||42|
|Executive Level 1||100 688–108 694||2||9||0||3||2||1||17|
|APS Level 6||79 094–90 983||34||63||2||8||3||0||110|
|APS Level 5||73 029–77 397||14||19||0||5||7||11||56|
|APS Level 4||65 508–71 089||19||26||1||5||2||9||62|
|APS Level 3||58 836–63 446||1||7||0||0||0||2||10|
|APS Level 2||52 284–57 259||2||2||0||0||0||0||4|
(1) Two non-ongoing employees work part-time. (2) Does not include General Manager (a statutory appointment under the Fair Work Act).
|Table 34—Senior executive and executive level employees by classification and gender|
|SES Band 1||2||2||4|
|Table 35—Location and gender by classification|
|SES Band 1||Female||2||0||0||0||0||0||0||0||2|
|Executive Level 2||Female||12||5||1||1||1||1||0||0||21|
|Executive Level 1||Female||11||0||2||0||0||0||0||0||13|
|APS Level 6||Female||48||11||5||2||1||1||2||1||71|
|APS Level 5||Female||19||9||3||3||1||0||0||0||35|
|APS Level 4||Female||32||3||1||1||1||1||0||1||40|
|APS Level 3||Female||2||2||1||2||1||0||1||0||9|
|APS Level 2||Female||1||1||0||0||0||0||0||0||2|
(1) Does not include General Manager (a statutory appointment under the Fair Work Act).